Rationale

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The productive and employment context of the Campania region has certain special characteristics which contain both strong and weak points. The main aspect consists of a system based mainly on SMFs (about 97%), most of which are located in well-defined contexts of local development. Indeed, 7 industrial districts have been identified while other (tourist) districts are about to be defined. Apart from the districts, the following also exist: 6 operational programme contracts, 9 funded territorial pacts, and 3 area contracts. Research carried out by the Provincia di Napoli has shown that about 70% of the region`s gross product is produced in these local development systems. These systems of local development, in contrast to others situated in the centre-north of Italy, have not led to a significant rise in quality of the regional productive and economic system. As a consequence, unemployment is at a level of 27%; this is not just initial unemployment, in other words individuals who have never had a job, who represent just over half the unemployed; about half of those unemployed in Campania, forming a percentage of 45% of total unemployment, are people who have lost their jobs. Research carried out by the Association for small and medium-sized businesses of the Provincia di Napoli shows that unemployment caused by the loss of one`s job is caused primarily by the lack of adequate skills. Innovation in process, product, market and technologies have led to changes in the productive system to which companies need to respond actively, both in terms of technological and productive investment and in investment of human resources. However, within the regional productive system, this only takes place partially or not at all. This results in a process of emargination of firms and the expulsion of human resources from the world of work. One aspect that severely restricts the capacity to respond to changes in the productive system is the excessive fragmentation of the productive system: 93% of firms have fewer than 20 employees. Nevertheless, the strong point of small and medium firms lies in their ability to find flexible solutions in a short space of time to the needs of clients which cannot be pre-determined much in advance and which increasingly require different kinds of needs. In order to cope with problems marked by an increasing variety and variability, small and medium-sized firms need skills and competencies which can change rapidly. The initial skills possessed by entrepreneurs, managers and workers rapidly become obsolete and need to be updated quickly and in a carefully targeted way; small and medium-sized firms are not capable of organising complex internal training programmes which would require long-term planning of human resources and tied-up investments which would be incompatible with their competitiveness; there is an enormous latent need for training in small and medium-sized firms which does not express itself explicitly in the form of requests for training, partly due to the ways (times, places, contents, modalities) in which training is offered which is still far from meeting the needs of small and medium-sized firms. The development of global networks which rely to an ever greater extent on outsourcing of specialised skills and workmanship, often entrusted to small and medium-sized firms, implies a level of competence and reliability requested of such highly specialised firms by their clients. Even traditional sub-supply systems are evolving towards models where the competitive vitality of the supplier depends to a vital degree on its ability to `guarantee` mastery of a certain field of skills, either following or anticipating the general evolution of technologies or methods of working. Possession of distinctive skills and the capacity to update them becomes, in all these cases, a decisive competitive advantage in the new rules of competition, to the point that there is discrimination between firms which manage to adapt in this way and those which fail to and which become increasingly dependent and replaceable suppliers. From this point of view, small and medium-sized firms, both in Campania and nation-wide, need training methodologies even more than large companies. These new competencies should be understood as an individual set of skills to be used according to the firm`s strategies, but which also respect the needs of individuals who use their skills as `a personal professional start-up` to be used as an employee or by using new forms of collaboration with the productive world such as non-standard contracts.To this should be added the fact that small and medium-sized firms require complex forms of training; there are the needs for training strategies that are personalised in their contents, situations, places and modes of implementation, and capable of adhering rapidly to the requirements of innovation and change so that they can be immediately used and evaluated in terms of results. Furthermore, without any loss in quality, they need to be offered at a low cost, given that these firms have limited resources to invest in internal knowledge and skills. The definition of the need for skills cannot be sectorial or restricted to single aspects of the processes but must be continuous and general and must be a method of developing and adapting productive systems and human resources. In order to understand the extent of these innovations one just needs to consider the obsolescence caused by the innovation in the field of Telecommunications and Information and Communication Technology (ICTs). Besides the innovations of a `productive` nature, transformations have taken place in this field in terms of organisation. To achieve the potential offered by web technologies and taking advantage of the opportunities of the virtual economy it is necessary to innovate the organisation and the processes of the company at the same time; this requires new skills and new organisational forms of behaviour of the staff. The fundamental aspects that emerge from this research are these: the productive system in Campania, although very active, has serious weaknesses for the following reasons: the lack of infrastructures, the lack of real network policies, excessive fragmentation and the widespread lack of leading firms capable of creating innovation and determining change, the lack of a skilled labour force, the lack of structures capable of upgrading human resources so that they become factors in change, the absence of structures run by trade unions and public bodies capable of offering guidelines and advice about change, the lack of managers and operators of public bodies and trade unions who are capable of interpreting the change and transferring it to the productive system, the lack of instruments which are widely agreed upon by trade unions which can measure and certify skills. In this situation which is a very general one, the real weak point both for the productive system and the job market is that of human resources which continually become obsolete, with the resulting exclusion from the world of work. This weakness is even more severe for certain categories of worker: those between 40 and 50, young people in their first jobs with low level of skills, workers with middling to low qualifications and inappropriate levels of skills, atypical workers, women who have left work and on their re-entry find themselves re-inserted in new or changing contexts. The serious difficulties for these categories, illustrated by the `Equal` programme, have different origins and `potential dangers` in the regional productive system. For the first group, the probability of being laid off is very high; these people worked in sectors of the old economy and have specialised skills in working methodologies that have been superseded and are now at an elevated working age with serious problems for re-positioning and upgrading, as well as problems linked to age and procedures of transferring knowledge. The size of this category in terms of percentage, compared to human resources who risk obsolescence, is very high; this category and this risk are present in all productive sectors of the old economy. The second category refers to human resources who have not completed basic levels of education and have entered the world of work at a young age, with insertion contracts (apprenticeship, CFL etc.), in working contexts with low technologies. In the wake of innovations, these people automatically find themselves on the margins of organisations and on the verge of being laid off. The third category has the same characteristics as the previous one except that the age levels are higher; in terms of percentages, the second and third categories are particularly significant in the regional productive system. The fourth category is the result of new work legislation that has led to increasingly precarious posts. The risks of those workers not linked to productive processes in a continuous way lies in the fact that not only do they face the impoverishment of their skills but very often they are not even able to `measure` their obsolescence since they are not linked to processes on an everyday basis; the importance of this category in percentage terms upon the sector of human resources risking obsolescence is on the increase.Lastly the fifth category is determined by the risk of obsolescence of those women who have left their jobs for a period of time and on their re-entry discover that they are in new contexts with requirements for skills that they do not possess; the percentage of this category is not very high due to the low level of employment of women in the regional productive system, where their presence is particularly strong in the textile and shoe-making sectors.

Objective

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Continuous Training has the assignment to create a recurrent interlacement between formation and job of the persons and the enterprises, constituting the centre around which they rotate the formative problem list of all the advanced industrial systems. To organize a circuit of continuous training means not limits to offer to a brought the courses or opportunity of learning to the workers or to the enterprises, but to transform from the inside their processes of learning and innovation, in way to give organization to the knowledge`s question and competences that it matures during the direct experience and it is evolved according to the changes of the trials and the productive systems; one of the know out `need` that it follows the evolution of the productive systems, independently from the specific demands of the enterprises in way to bought is the cycle of life of the enterprises themselves, and select strategic of wrong repositioning business. Our methodology, departing from this picture of reference and from the results of the investigation, foresees a formation that starts from the place of job and from the inside of the enterprises, and it is moved toward the outside to conform to the changes. To outside organizations and/or specialized trainers will allow to complete and to integrate the needs cognitive matured to the inside, or it will answer to needs cognitive produced by the external changes that the enterprise of departure for different motives doesn`t support(at the end of its cycle of life, strategic choices of wrong repositioning, personal choices, etc). In this case, the individual to subtract working isolation, in a situation in which individual motives are not coincident with those of the enterprise, it uses the tool of the continuous training `to follow` the new needs of competences and to be the point of the demand of job. It is effected the principle of long-life training that sets to the centre of the trial the employer, that expresses even individual needs of training against with the needs of the enterprises and, following the change, anticipates strategies and it addresses company`s choices. In this way it results easy to capitalize the learning and to follow the changes that are determined with the innovations of process of product and market. The demands of the enterprises are added and they are coordinated with the needs of the individual as occasion of research and learning, and emerging, in the critical points, a know-out needs and competences additional revolt toward competences ones, inside the enterprise that follows the change or express toward new opportunities. Difficulties, described already, of the regional productive system to create processes of activation and adjustment of the human resources they have pushed there to propose this initiative that sees his point of departure in the creation of a system Input-output that, noticing to the outside the determinants of the changes (input) it decode them in needs of new competences for the local systems of development and it propose, through a structure and specialized human resources, programs of training for the repositioning and the retraining men from to avoid the employment risk (output). Methodology foresees the involvement of social parts, of public corporate body and of University to reach two objectives that qualifies individually also the worker: the balance of the competences with substantial certification and the individualization of UFC. The valid methodology for all the categories of workers to risk will be experimented for the categories objective described to 5.4 point. In detail our methodology foresees these phases: 1)input-output system that knows how to interpret the determinants of the change and knows to individualize the necessities of new competences; 2) a network of business tutor that helps the enterprises in the negotiation, planning and management of the formative actions; 3) to provinde to the operators of the social parts (employer and union trade) the necessary competences to prepare formative actions for the enterprises; 4) and, at the same time, to experiment formative runs on the busy workers with the purpose to standardize runs and PMI(small and medium sized firms) applicable formative methodologies with definition of the balance of the competences and the substantial certifications and by UFC; 5) tools and models for training, simulation, negotiation and planning of formative plans available to Part and Region. The operational trial of the project TELEFO foresees the realization of different activities that they will have objectives and sequential linked. The first objective from to pursue will be that to notice the variables of the change and to set an analysis of the requirements of the enterprises, of the workers and of the operators of the social parts and the local areas. Particularly: a) to notice the requirements of competences of the PMI(small and medium sized firms) of Campania, locating in local systems of development, interested by the processes of restructuring or business reorganization, to individualize that weak sectors of the Campania`s economic fabric, which need to updating, retraining and changeover of the professional of the workers; b) to notice workers training needs that operate in these sectors, in particularly `updating`, retraining and changeover of their skills; c) to notice the competences of the actors of the social parts that have to negotiate the plans of training and that they have to become target of reference for the enterprises and for the workers for the local level of Continues Training; d) to analyse the tools of the planning negotiated present in the Campania Region, survey of the interventions of Contiues Training and analysis of the good practices. Methodologies and models for the survey of the formative needs could be standardized and envoys to disposition of the Campania Region that could be use them for the planning of the actions of Continues Training foreseen by the Regional POR. Besides it will be realized a dossier on the good practices of the planning and negotiation of the Continues Training. Subsequently it will be proceeded to the experimentation of runs of training for busy workers in enterprises and sectors, that from the develops analysis they will result in crisis or, however, of need to updating the skills. This experimentation of runs of training will have as target: a) the workers of the enterprises of the sectors in crisis. Training action will be finalized to increase their competences, to update and to reconvert their skill toward the new qualifications required by the labour market. It will be realized some training plan that marks the methodology of capitalization of the unities formative working out by the ISFOL; b) the operators of the social parts (particularly of the Naples`s Api). The training action will be finalized transfer to them some competences on the planning and management of projects, also complexes, of continuous training; c) realization of workshop addressed to the operators of the social parts (bilateral corporate body, operating in the Api, etc.) finalized to the transfer competences for the share to the negotiation of the Continues Training in the territorial Pacts, contracts of area, etc. The experimentation of these training runs will allow to realise of models of Continues Training, according to the system of the UFC, that it can also be moved to other contexts. Relatively to the certification of the formative run, it has foreseen the release of a book of the competences, that will have an experimental character and that it will be elaborate by the group of experts insides and outside to the project of which they take place Region, social Parts, Bilateral Corporate body l, Training Organisms and Enterprises . The book, that received the indications contained in the decree of the Minister of the Job of March 12 th 1996, will adapt the community and national standards in subject of certification tied by the NTCI with the local contexts. At list of the activities above described and in base to the gotten results, the project is proposed, finally, the realization of products that is help is to bought to the system of the small and medium sized enterprises and to the region too. In particularly, it will be realize multimedia products whose contained: to) multimedia formative models (CD Rom) addressed to the enterprises and the workers; b) multimedia formative models (CD Rom) addressed to the operators of the social parts finalized to the transfer of competences for the negotiation, planning and management of business formative restricted, territorial plans; c) creation of models of simulation of negotiation of the continuous training in the tools of the negotiated planning. The whole project has also as finality the transfer of competences is proposed the creation of a laboratory of concerted, inside the system input-output, finalized to conjugate the needs of professionalism of the enterprises with the expectations of the offer (represented by busy workers). The Laboratory will be composed by the Labour Associations as well as from the Trade Unions and from the Campania Region, of the Province of Naples, it will have the assignment to supply the proposed runs, the methodologies adopted to the purpose of the attainment of a standardization of the training actions that it marks the repeatable of the actions and the transferability in the whole regional formative system and between the Labour Associations and those of the workers.

The definitive methodology involves the analysis of skills employing three different approaches:process-oriented approach - this approach integrates company strategies by identifying the skills required to cope with changes. Given the new productive conditions of the market and technologies, it is necessary to identify skills necessary for supporting new processes and businesses with particular emphasis on the innovations caused by the information society. The changes identified in this phase are those determined by innovation of process, product, market and new technologies;organisation-oriented approach - given the organisational changes which have led to improvements in performance, it is of fundamental importance to evaluate the need for specific skills in order to cope with these changes;profile-oriented approach - an approach which includes certification of the skills of individual workers independently of the individual strategies of firms. The starting point is the identification of those skills that are required for a new professional role (to avoid the risk of obsolescence) in order to guarantee the possibility of entering the job market and of following the necessary processes of adaptation that need to be followed once the certificate of skills has been obtained.Experimentation begins from the description of the chain of value and the fundamental processes of business management and then considers the output necessary for guaranteeing optimum levels of performance and finally the skills required to guarantee the expected results.Our methodology involves a system of indexation which makes it possible to combine the importance of the skill for business performance (company vision) with the level of mastery expected by the workers (individual vision). This enables there to be two elements of comparison: a system which integrates and compares the expectations of firms with the skills of human resources required to cope with change: another system whereby the skills of human resources are considered and assessed independently of company strategy and in relation to the skills required by the market so that the individual remains in demand. All this guarantees stable integration between work policies and social policies: in this way it will be possible to transfer the concept of continuous training to human resources not merely as a means of remaining in a company or firm, but also as an opportunity of entering and remaining in demand in the job market. The creation of the negotiation laboratory will make it possible to set up new social and training pacts, which will help reduce social problems and restore the balance of local systems of regional development.

The final beneficiaries of the project are busy workers, whose condition is to risk because of the obsolescence of his own competences. The experimentation of the project runs over these workers directly through the formative activity, nevertheless the firms and the social parts also result subjects beneficiaries of the activity of experimentation by the business tutor training and by operators of the social parts that they will have to sustain the model of the continuous training through the respective contributions at methodological level and of planning and planning negotiated of the continuous training. The involvement of the workers will depart from an activity directed to recover and to arouse new motivations that can assure that the runs of the continuous training are actively and interactively pursue and followed by every worker. The process of motivation and involvement of the workers it will be conceived and solicited as `individual view` can meet the process of planning and the methodologies of implementation of the formative model interacting with `business view.` The participation of the workers and the enterprises will be solicited and activated through the organizational, business and territorial articulations, of the trade unions organizations and of the associations of enterprises that through the bilateral organisms and CONFAPI have involved in the partnership. The experimentation will have a number of direct beneficiaries limited by the available resources, but them, because witness and participant of good practices, they will be the principal actors of the diffusion of continuous training value and effectiveness strategy in relationship to the dynamics and to the evolution of the Labour market. Intermediary beneficiaries of the experimentation are the Institutions, the organisms, the territorial partnerships, involved in the active policy for the training and the job. The beneficiaries at all the levels will have involved in the process of evaluation and consulted such as purpose in topical moments of the project.

Between national partners

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All the partners are present in the Chief Council (CC) that it will manage the whole initiative. The relationship will be equal and each of them it will participate in the realizations of the transversal phases. The decisional trials will be plenary with exploitation of the single specificities. The CC of PS will manage the three strategic motors of the intervention: `System Input Output`, `Concertation laboratory`, `mainstreaming project`. The CC will develop general strategies with the individualization for every single partner of his own responsibility and his own assignments, individualization that will consider of the past experiences and of the Institutional assignments. The actions such as transversal: planning, realization, validation, diffusion, mainstreaming, will see a share of all the PS components, in fact, the choice of the composition of the PS has done considering the single peculiarities and the assistant value added that every partner gives to these phases. The CC will develop a continuous activity on every single phase in complete activity with the assignment to make key actors aware of the action. The CC avail itself at operational technical level of the Executive Committee constituted by a exponent for every technical subject (Idis Foundation, Piemmei, Consorzio Officina). For every specific action a technical work group will be constituted led by a manager. The whole decisional trial has founded on the flow of information and verifications that will involve all the partners as output of the monitoring and evaluation system that it will activate the necessary feedbacks to the involvement and the harmonization of the action of the partners, of the manager and of the operators of the whole project.

Agreement Summary

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A) The realization of the project has been founded on two mains principles: the sharing of the actions and the delegation to the partners about their own experience. For this reason the table of organization is the following an executive committee, coordinated by Piemmei, composed by Consorzio Officina and Idis, a Organizing Committee (OC) that or meeting of the partnership, which it takes part all the components the partnership, all team which they have interested for their role and their competences all partners of the PS, a technics reception. The experience of the three components it guarantees a careful management of the project and an attainment of the fixed objective.

B) The realization of the activity is founded on Macro-phase (MP), all the initiative, coordinated by the executive committee, it is developed through an organization that involve all the partners (OC). MP 1:Piemmei;IDIS;Consorzio Officina;OBR;EBTC;ERFEA;CONFAPI; AISFORM; CCIAA Napoli;Province of Naples. The chosen of the components keeps track of the experience of the single partner. For this reason Piemmei is the corporate body of instrumental training of the Small and Medium sized Industries Association of Naples skilled into research and training also for a local development systems .The other partners will guarantee theirs personal support to awaken the actors of the development. Fundamental in this phase it is the experience of the bilateral corporate body, experience matured in the searches on the formative requirements and on the new realized professions either into regional that national level. MP 2:Piemmei;IDIS;Consorzio Officina;AISFORM;S.O. Benincasa. The coordination of the team project is of the Piemmei, they are involved Consorzio Officina corporate body of search and experimentation of new formative runs (that has realized a search on the continuous training in Campania), Idis, corporate body of search on the job systems and the competences too. MP 3: Piemmei;IDIS;Consorzio-Officina;OBR;EBTC;ERFEA;CONFAPI;CCIAA of Naples; Province of Naples. This phase coordinated by Idis, will be evolved all partners specialized in the management of the formative trials and realisation of necessary instruments for the realization of the transferability. For the activities of diffusion will have interested the bilateral and institutional corporate body. MP 4:Piemmei;IDIS;Consorzio Officina;OBR;EBTC;ERFEA; CONFAPI; AISFORM;CCIAA in Naples;Province of Naples;S.O.Benincasa. This phase coordinated by Piemmei will be evolved above all the corporate body acting in the regional social and economic system, in fact also the three bilateral corporate body, the Chamber of Commerce, the Confapi and the specialized corporate body in the negotiated planning are attend. MP 5:Piemmei;IDIS;Consorzio Officina. This phase will be coordinated by the Consorzio Officina that has already had great experiences in the management of transnational projects and it has taken care of the phase of search of the partners.

C) The ordinary relationships with the Locals Institutions, will be held by the technical reception office, coordinated by an expert of administrative procedures inherent financed projects financed by the UE, expert in financings and connected administrative controls. Besides the expert the reception office will be composed by an human resource responsible in relationships with the Region and with the Office for the management of public funds. Therefore this reception office will check expirations and will send the documentation required by the procedure. The executive committee, institutional reference of the PS for the technical reception office, will set with the responsible of reception office, referring to the procedures of quality a disciplinary for the right way to have relationships with the administrations of corporate body respect to the legislative dispositions.

D) The administrative and bookkeeping management has realized by technical reception office, this is under the direct responsibility of the executive committee, composed as already remembered from the reference subject and from Consorzio Officina and Idis. The responsibility of the organization of the partnership is mainly of the reference subject Piemmei. The bookkeeping administrative management will have centralized to the registered office of the reference subject where a bookkeeping administrative office will be operative. In this office will have preserved all the bookkeeping, fiscal and legal documentation of the project that will have managed guaranteeing a double accounting: one fiscal and bookkeeping and one according to the specific applications of the Ministero and the Campania Region.It will be realized unitary legal models and every single partner respect to the assignment of the resources and the functions, it will manage using the specific documents and the procedure defined, it will realize the activities and using the document respect to these procedures.

PIEMMEI Napoli Training is responsible for professional training for unemployed and/or employed young people/adults with different levels of professional qualifications and for different types of users, with reference to the following sectors of training activity:either the new professional roles and technological innovation, with intervention actions for managers linked to the new needs of technical and professional training of development processes, with special reference to the business sector;or up-dating the entrepreneur and the company, with intervention aimed at reaching new technical and managerial/running skills, connected to the changing needs of the market-place and productive technologies.The following are members of PIEMMEI Napoli Training: API Napoli, association for small and medium-sized businesses which forms part of the Provincia di Napoli; Officina Consortium; International Organisation for Training and Global Research (E.I.FO.R.G.).The organisation is currently involved in setting up training actions using teachers from universities, the most prestigious Italian institutes and associations and has a wide variety of equipment and technology specifically designed for professional training.In recent years firms have found themselves working in increasingly competitive environments which require the capacity for giving answers rapidly and efficiently. From this viewpoint, the training system offered by the organisation seeks to be a complete response to the training needs of the region in order to increase development and competitiveness.The main areas of intervention regard the following: inter-sectorial activities for entrepreneurial skills, upgrading and updating technological activities in specific sectors, training activities for unemployed young people, training activities for new entrepreneurs, distance training activities, continuous training activities, training activities related to quality and standards, the environment and safety and hygiene in the workplace, and activities aimed at upgrading human resources.PIEMMEI Napoli Training participates actively in the activities of the bilateral body between Confapi Campania and CIGL-CISL-UIL, Erfea.Apart from the activities described in the previous section, it has also carried out the following careers guidance and training activities self-financed by the companies concerned:careers guidance actions: assistance and start-up for SMFs (1994); information point for using national laws 44 and 215 (1996); information point for using regional laws 28/87-28/93-28/94 (1996); apprenticeship for SMFs (1997);training actions: self-financed courses 626/94 (1994-1997); self-financed courses for technicians for removing asbestos (1994-1997).

A.I.S.FO.R.M. (Association International Studies Formation Research Managerial) it is an non-profit association, that it founds his `mission` mainly adopting and appraising the formative needs of the Labour Market through an activity of research and study developed on the field. Activities cover an ample range of sectors: from the organizational development of the local systems and the social cooperatives and of the enterprises, to the activity of tutoring in the phase of editing of the projects of local development and Territorial Pacts, to the formation, to the social and working reinstatement of weak subjects and the internationalisation of the methodologies and the products. The association set out to study the territory and the constant monitoring of the formative and territorial actions, proposing actions for the working insertion and the development of the local areas. Among the different tools of development of the local area (research, activity of planning, assistance to the creation of enterprise), skill training has been individualized as privileged tool. The strong bond with the local entrepreneurial fabric constitutes the basis to guarantee an efficient system of analysis of the enterprises formative actions from which to depart for planning training actions that meets the demands of the labour market. A.I.S.FO.R.M. (Association International Studies Formation Seeks Managerial), it set out, therefore, to offer formative opportunity that meets the formative actions of the user even with the evolutionary trends of the productive sectors.

The Confapi Campania is the regional association of small industries and averages, belong to all the sectors of activity. It is the territorial expression recognized by the Confapi (National Confederation of Small and medium sized Industries), that already from the forties it has been constituted with the same finalities and it represents at regional level the API (Small and medium sized Industries) of the Provinces in Naples, Avellino, Benevento, Caserta and Salerno. Protagonist of the local development, the Confapi Campania has acquired in the time the role of primary interlocutor and sometimes privileged of the Institutions, of the other corporate body and of the present trade unions on the territory, also undertaking stable contacts with national and international organisms. The Confapi Campania, therefore, represents and protects the affairs of the small and medium sized industries aiming to build network of collaborations founded upon the excellence of the partners and the sharing of the principal objective of the economic and social development of the local area. To this purpose it realizes and it actively participates in concrete actions and to production of operational proposals especially in the sectors of the finance, of the revenue, to you read them of support for the small and medium sized industries, to the technological innovation, to the world of the job to the foresight, to the environment, to the safety and the health of the worker-citizens, to the training and the foreign markets. The Confapi Campania, besides, for the same sectors it directly realizes services for the industries and it coordinates those of provincial API. Search, finally, collaborations both with other territorial representations of the Confapi, then with other corporate body and organisms inspired to the excellence, for the experimentation of new operational models finalized to improve the competitiveness of the small and medium sized industries, to eliminate existing competitive gap to contribute to a balanced and shared development of the entrepreneurial and social fabric.

1996 EUROPEAN SOCIAL FUNDTitular of a Study research on the continuous training within the publication ESF `96- Campania Region1996-1998 EUROPEAN EMPLOYMENT STRATEGYNational partner of the project EMPLOYMENT STRATEGY NOW `New Runs` 1997- 2000 EUROPEAN STRATEGY ADAPTThe Consorzio Officina has been subject manager of the ADAPT II phase project from the title `Mercurio` prot.1033/A2/REG 1998 EUROPEAN SOCIAL FUNDPlanning of the course of professional training for the publication ESF `98 `Expert on customs of epoch` EUROPEAN EMPLOYMENT STRATEGY, It has participated in the project `Creation of enterprise in the field of the renewable energies` and to the Project OLE (On Line Education) action of system 1° of the law 236/93, for the Continuous Training. EUROPEAN SOCIAL FUND. P.O. MURST 1994/1999 `Search, Development technological and High Training.` The Consorzio Officina has participated as subject co-proponent and of coordination to the planning, management and formulation of the project: Exploitation of the cultural, landscape-environmental and archaeological Goods. In collaboration with the Municipality of Scafati (Salerno) and the University Institute S.Orsola Benincasa. 2000/2001 Pass NETWORK EMPLOYMENT PROJECT. Operational program 940022 I1. It participates at Enterprises Temporary Association that it manages the project 2000-2001 Actions of Continuous Training ex L.. 236/93, ART.9, paragraph 3: `Reorganization of the system of management in the sector of the body repair shop` - Campania Region 2000-2001 Actions for the development of the systems of quality in the enterprises L. n.28/94 2001 have gotten the certification of quality in accord to the norms UNI EN ISO 9001; 1994TRANSNATIONAL ACTIVITY In the last years the Consorzio Officina has matured experiences on Transactional partnership highly complex and dense of developments. It has direct relationships with associations, cooperatives, enterprises and consortia of numerous European states as France, England, Greece, Portugal, Spain. The Consorzio Officina is partner founder of the association EDEN, an association composed from more than 60 Partners of different European countries with centre at Bruxelles. Objective substantial of EDEN concern the joined development of new technologies of the information and the communication, the realization of EDENSEMBLE, to situated internets for the exchange of methodologies, training to distance, joined development of projects. Besides the Transactional project realizes a research on the use of the new technologies of the information and the communication (NTIC) in the training and in the entrepreneurial and occupational development. The research is the first one in Europe on this matter to have realized jointly from more European countries.

The Chamber of Commerce, an autonomous legal body with a public, provincial and elective role, in accordance with the law of reorganisation no. 580/93, undertakes functions which support and promote the general interests of businesses as well as, except for the responsibilities attributed by the Constitution and the laws of the State to state and regional administration, functions of an administrative and economic nature related to the business system.

The Chamber of Commerce is linked in a network with the chambers of commerce in Italy and abroad, is integrated with other national organisations and institutions and is supported by collaboration with business associations: the Chamber of Commerce provides firms with access to public administration and is the meeting point between productive activities and the state.
There are two main functions of the Chamber of Commerce:

· administrative functions

which historically represent the heart of the Chamber`s activities: the registration and certification of firms; preparation of registers, roles, lists; the issue of acts, certificates, authorisation, licences for certain activities in Italy and abroad;

· support functions for firms

which involve the Chamber in activities designed to encourage internationalisation, assistance and funding, economic information, professional training, study and research, technological innovation, certification of quality, arbitration, conciliation, services that adapt local productivity to new European economic scenarios. The Chamber of Commerce promotes, sets up and runs structures and infrastructures of general economic interest at a local, regional and national level, participates in activities with other organisations and consortiums, sets up `Aziende Speciali` (Special Firms), efficient service structures which operate in specific fields of intervention.

EBTC is legally a non profit organization (ONLUS) whose activity is addressed to the professional training and requalification of personell and employers in the Tourism industry, through research, marketing, data banks and innovative systems.

The corporate body is born for valorising the experiences of the entrepreneurs and the labor unions in environmental field, with the strategic variable of the business development. Erfea has started from the 1996 training actions, is of retraining and continuous life work training of the busy workers that for jobless young people on new connected professional skill upon the environmental area. The most meaningful actions concern: Lagging Technician, Sewage Technician, Business Safety Technician, Animator for Protected Areas, Technical Recovery for Historical Areas, Quality Technician in the Mechanic Sector, Experienced in European Financings. EUROPEAN SOCIAL FUND - NFO: European Laboratory to Improve OccupationEUROPEAN SOCIAL FUND Creation of micro-entrepreneurship in the sector of the renewable energies`-Initiative Occupation INTEGRA - prot. 2110/E2/I/RPROGRAM LEONARDO Project COMPOST.

The Fondazione IDIS has worked since 1989 in the field of promoting and disseminating scientific culture and innovation in order to contribute to sustainable and eco-compatible economic development in the region of Campania. The mission of the Fondazione is to create a favourable environment for setting up initiatives of social interest by means of a structured supply of qualified services encouraging business start-up in innovative sectors and fields which allow the use of resources, both material and immaterial, that are already present in the region; it is also involved in providing professional and business careers guidance by means of initial and advanced training activities. IDIS works as an organisation separated into operational departments and in the Pole at Benevento. In particular, it consists of the following: the Science Centre, a structure designed to disseminate scientific culture within society and in particular among school pupils and young people - in its final form, the Science Centre at Città della Scienza represents , both in terms of size and role, one of the main science centres in Europe; Atelier Communication Projects, which designs and sets up museums, exhibitions, displays and communicational events; Innovation and Business which is responsible for promoting and supporting new businesses, assisting development and innovation of SMFs (small and medium-sized firms), supporting programmes and projects of local development, often integrating educational and training activities run by other units. The area includes an incubator structure for new firms; Training and Work, which aims to contribute to the innovation of the local economic and institutional system by promoting and setting up actions of permanent education, professional training and consultancy aimed at technicians, directors and managers of SMFs, local organisations and institutions, and third sector organisations. SpaziOrienta organises guidance activities for study and work. This department is certified as UNI EN ISO 9001 and is currently about to receive regional recognition. Lastly, the Pole at Benevento has been active since 1995 and represents the first structured nucleus of IDIS in the region, and constitutes an extension of the activities developed in the headquarters in Naples. The skills employed to set up the activities involved in this project are those related to the departments of Training and Work and innovation and Business. With respect to previous consolidated experiences of running community, national and regional projects, it is certainly worth mentioning the national agreement with the Small and Medium-seized Firm sector of the European resource centre for careers guidance, the official recognition from the Italian Labour Ministry as an Agency for promoting work and employment in accordance with article 2 of D.L. vo no. 469/97 and in the field of business start-up and local development, IDIS works with the European Community label BIC.

The Institute Suor Orsola Benincasa is currently the only non-state university in the south of Italy and follows in the wake of its tradition which embraces the whole range of educational institutions from primary school to lower and upper secondary school (linguistics and socio-psycho-pedagogical-based secondary schools), to university. The extensive and carefully selected activities of elevated cultural importance, post-graduate courses, conferences, seminars, travelling exhibitions, activities integrated with those of schools, the Museum, the promotion of the extraordinarily rich artistic and cultural heritage, the attention given to the entire contemporary cultural scene, are just some of the traits peculiar to the institute Suor Orsola Benincasa.
Apart from degree courses in Foreign Languages and Literature, Educational Sciences, Primary Training Sciences, as well as the university diploma in Social Services, which are all firmly part of the tradition of Suor Orsola as part of Training for Trainers, the institute has recently made a significant contribution to the field of studies closely related to exploiting cultural heritage.
There is obviously a clear reference here to the Preservation of Cultural Heritage which was set up as a degree course in 1991 for the study of Mobile and Artistic Heritage, which was supplemented by Archaeological Heritage and Environmental Landscape and Heritage in 1997.
Besides the degree course, other initiatives have begun such as the University Diploma for Cultural Heritage Operators with study centre at Pomigliano d`Arco, the School for Specialisation in History of Art and, as from 1998/99, a Masters Course in Conservation and Exploitation of the Environmental Landscape and Archaeological Heritage, which offers the highest level of qualification and completes training which can begin as early as Art-oriented Secondary School, the first in the south of Italy as from 1996, a five-year course which implements the programmes experimented by the Italian Educational Ministry, which offers the chance of attaining the first secondary school diploma specialised in the field of conservation of cultural heritage. The academic year 1998/99 saw the beginning of the training activities of the new Legal Faculty.
As part of the post-graduate programme, the Institute offers the following courses: research doctorates, research fellowships, masters courses and, more closely linked to the world of work, post-graduate careers guidance services (which are specialised courses aimed at helping people find jobs), work training and advanced level training.
The Cultural Activities Office promotes and organises international conferences, study days, seminars, round tables, exhibitions and specialisation courses co-ordinated with the educational and teaching activities of the university faculties.

OBR-Campania was set up in 1997 and is technically an association. The bilateral nature of OBR-Campania consists of the following: on the one hand, the regional organisations belonging to Confindustria (Federindustria-Campania, the Industrial Unions of Avellino, Benevento, Caserta and Naples, the Associazione Industriali of Caserta), on the other hand, the regional branches of the trade unions CGIL-CISL-UIL. OBR`s mission is to promote throughout the region an improvement in systems of training, careers guidance and professional re-training. In this operational field, a nationally and regionally based system of organisations based on the method of participation and negotiation has already been set up. OBR-Campania is responsible for the region but it can promote or participate in partnerships within the framework of multi-regional, national or trans-national programmes. As from 1999, OBR has developed study and research activities which constitute a reference point in planning and designing training activities in the Campania region and, through OBNF, is linked to the national network of Bilateral Organisations. OBR has promoted or participated in partnerships for local development, as an expression of negotiation between trade unions and employers` organisations.
At a regional level, OBR has participated in the setting up the first phase of the OBNF national research project for determining training needs and the professional roles for reference in sixteen productive sectors. It is currently involved in conducting the second phase of this research.
The extension of the research to new sectors and the in-depth investigation both at local level and in the definition of professional roles offers precise pointers towards the specific details and training programmes to pursue in relation to the dynamics of the regional labour market. OBR has so far played a role in careers guidance and in promoting good practices in connection with various training agencies; it has also promoted round table negotiations and territorial training pacts and it has worked mainly in the field of training problems related to apprenticeship, compulsory training, education and Secondary school technical training as well as confronting the issue of the black economy.

The Provincia di Napoli (Provincial government of Naples) exerts the functions outlined in the law 142/90 and the functions attributed to national and regional legislation, with the broadest possible involvement of citizens and institutions, in particular local organisations and other social bodies which operate in the relevant fields of competence.
Furthermore it also, in accordance with legislation, promotes social and economic development through planned and operational actions, in particular in the sectors of regional affairs, the environment, health, education and training in order to protect and support individuals and improve their conditions according to principles of equality and equal opportunities; it does this by encouraging the broadest and most highly qualified participation of local organisations, social organisations, service and voluntary associations.
The DPSE 2000 (Document of planning economic development) of the Provincia di Napoli involves looking for `participatory and feasible development strategy which can remove the causes of `social` unease and delays which penalise economic activities and civic life.
This objective is a priority and represents a challenge which can only be faced by following a framework of rules, references and criteria which involves more individuals and resources of the administration and which can really constitute a place where the principles of integration, concentration, sustainability and effectiveness of development policies are properly applied.
Lastly, the regional impact of the application of law 328/2000 (planning, organisation and running intervention actions and resources for the construction of an integrated regional system of social services) is closely connected to the scenario lying behind this project proposal, in terms of a new organisation of local systems of welfare, development and upgrading of the labour force within the framework of social economy and the integration of social aid policies, training policies and employment policies from the point of view of skills.